Systemizing human resources, its concept and goals
The concept of human resource systemization (HR Systemization)
📌 Definition
Human resource systemization means designing, implementing and deploying a structured, process-oriented and integrated framework for managing all activities related to human resources in the organization. This system includes a combination of people, processes, technology and data that work in harmony to achieve the organization's strategic goals.
In simpler terms, human resources systemization means:
Replacing arbitrary, fragmented and manual methods with standard, automated and data-driven processes
The main components of the human resources system
Component
Explanation
Organizational Structure
Defining units, hierarchies, jobs, reporting relationships
Processes
Standard workflow for hiring, training, evaluation, payroll, etc.
Policies and Rules
Clear guidelines for time off, overtime, discipline, promotion
Data & Information
Personnel records, attendance, salary, training, performance
Technology
HRIS software, traffic device, employee portal, analytical tools
Expert human force (People)
HR experts, managers, supervisors, and employees themselves
The difference between systemization and the traditional method
Next
Traditional method (unsystematic)
Systematized
Registration of information
Scattered Excel files, paper files
Centralized and integrated database
Salary calculation
Manual or semi-manual, time-consuming (3-5 days)
Automatic, in less than 1 hour
Leave request
Paper form, physical signature, possibility of loss
Online, automated workflow, real-time tracking
Presence and absence
Manual registration, high human error
Transport device + integrated with salary
Report to management
Manual preparation with Excel, 2 weeks delay
Real time dashboard, automatic reporting
Transparency and fairness
Depending on one's opinion, the possibility of discrimination
Based on clear and uniform rules for everyone
decision making
Based on guesswork and personal experience
Based on data and analysis
🎯 Objectives of human resources systematization
The objectives of human resources systematization can be categorized in three levels operational, tactical and strategic.
1. Operational Goals - Improving daily work
These goals directly affect cost reduction, speed and accuracy.
Purpose
Measurement index
Impact on the organization
Reduce payroll processing time
From 5 days to 2 hours
Freeing experts' time for analytical work
Remove calculation errors
95% reduction in salary and benefits errors
Decreasing personnel complaints, increasing trust
Transparency of presence and absence
Automatic traffic registration with the device
reducing cheating and unauthorized absences
Easy access to personnel information
Search any file in less than 10 seconds
Fast response to inquiries and audits
Automation of administrative processes
70% reduction in manual and paper work
Reducing office costs and time
2. Tactical Goals - Improving management and control
These goals help middle and senior managers to have better control over their unit.
Purpose
Measurement index
Impact on the organization
Momentary monitoring of absences and delays
Automatic daily reporting to supervisors
Quick action to compensate for the lack of power
Effective management of holidays
Preventing simultaneous critical holidays
Not stopping the production line due to lack of power
Fair performance evaluation
Clear and measurable criteria
More employee motivation, less discrimination
Identifying key employees and succession
Succession plan for sensitive jobs
Decreasing vulnerability to the withdrawal of key forces
Controlling personnel costs
Cost report by unit and project
Optimizing human resources budget
3. Strategic Goals - Improving decision-making and competitiveness
These goals help the CEO and the board of directors in formulating macro strategies.
Purpose
Measurement index
Impact on the organization
Analysis of human resources data (People Analytics)
Identifying patterns of leaving service, productivity, satisfaction
Predicting and preventing human resource crises
Increasing labor productivity
Measuring output per person-hour
Increasing profitability without increasing the workforce
Decreasing the turnover rate
20-30% reduction in voluntary resignation
Reducing recruitment and retraining costs
Improving employee experience (Employee Experience)
Increasing the satisfaction score in surveys
Increasing employee commitment and loyalty
Support for growth and scalability
Possibility of managing 1000 people with the same human resources team
Preparation for the growth of the organization without a proportional increase in costs
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Abdullah Azmat